Issue link: https://resource.opensesame.com/i/1462676
Diversity, Equity & Inclusion | www.opensesame.com | (503) 808-1286 | 3 Our institutions should reflect our collective values and identity; America was founded on the belief and the vision that the whole is greater than its parts – E pluribus unum or "Out of many, one." Inclusion and the concept that we work better together because of our differences is written into our national DNA. The public administration field can set the standard for today's DEI processes by performing honest accountings of the existing systems and identifying the built-in inequities. Policing, criminal justice, education and healthcare, hous- ing, business aid, and in its own recruitment management, public institu- tions must lead by example in creating meaningful, systemic change. Many organizations believe they currently provide a diverse, equitable and inclusive environment for their employees and yet do not manifest the markers of a robust DEI culture in leadership, workforce and customer base demographics, pay equity and retention. "Out of Many, One" Current State of DEI in the Public Sector Sentiment About Organizations' DEI Environment 21% 34% 18% Source: Brandon Hall Group, Diversity & Inclusion Study: What's Changing, 2020. Almost nine in 10 organizations identify Diversity, Equity & Inclusion as an important driver of business results. Worldwide social justice actions calling for racial equality combined with a global pandemic that spotlight the movement's focus on inequality have intensified their importance. Source: 2020 Brandon Hall Group D&I Benchmarking Study And while these groups also view themselves as providing a diverse and inclusive environment for their employees only about one-third rate themselves highly for critical drivers such as: A workforce that reflects the diversity of the customer base and communities they serve. A diverse talent pipeline. Leadership that reflects the diversity of the customer base and workforce. The diversity of my organization's leadership and management group reflects the composition of the workforce. My organization addresses pay equity issues by gender and race/ethnicity. My organization addresses retention/ attrition percentages by race/ethnic groups and publishes comparisons to senior leadership, the BOD and all employees.